Chapter 13 Managing Change and Innovation
第13章管理变革与创新
翻译人：李璐希 张瑛
True/Fal Questions
判断正误
FORCES FOR CHANGE
变革的力量
迷失剧情1. Change is an organizational reality.
变革是一个组织的现实。
(True; easy; p. 356)
正确 简单 356页
2. The marketplace is an external force of change.
市场是一个外部力量的变化
(True; moderate; p. 356)
正确 适度 356页
3. The change in demand for health care technicians is an example of an economic change.prison
需求的改变对于卫生保健人员是一个例子，一个经济变化。
(Fal; difficult; p. 356)
错误willy 有难度 356页
4. hardwareLabor markets are an internal force for change.
劳动力市场是一个内部变革的力量。
(Fal; moderate; p. 356)
错误 适度 356页
TWO VIEWS OF THE CHANGE PROCESS
变革过程中的两种观点
5. The “calm waters” metaphor of change is consistent with Lewin’s concept of unfreezing, changing, and refreezing.
“风平浪静”隐喻的变化是符合勒温的观念改变，再解冻。
(True; difficult; p. 358)
正确 有难度 358页
6. In the “white-water rapids” metaphor of change, managers should expect change at any time, and it may last for unspecified lengths of time.
在“激流险滩”隐喻的变化，管理人员应该期望改变在任何时间，并可能持续的时间长度。
(True; moderate; p. 358)
正确 适度 358页
MANAGING ORGANIZATIONAL CHANGE
管理组织变革
7. Organizational change can be any alterations in people, structure, or technology.
组织变革可以是任何人、 结构或技术的变化。
(True; moderate; p. 360)
正确 适度 360页
8. Any manager can be a change agent.
任何经理可以成为变化的代理人
(True; moderate; p. 361)
正确 适度 361页
9. Computerization is a technological change that replaces people with machines.
电算化是用机器代替人的技术变革。
(Fal; moderate; p. 362; AACSB: Technology)
错误 适度 362页 AACSB：技术
10. Probably the most visible technology changes in recent years have come through managers’ efforts to expand corporate financing.
也许最明显的变化在最近几年已经通过管理者努力扩大企业融资。
(Fal; moderate; p. 363; AACSB: Technology)
错误 适度 363页 ；AACSB：技术古天乐英文名
11. Sensitivity training is a method of changing behavior through unstructured group interaction.
敏感性训练是一种行为的改变，通过非结构化群体互动。
(True; easy; p. 363)
（正确；容易；363页）
12. Change threatens the investment you’ve already made in the status quo.
变化威胁你的投资已经取得的现状。
(True; easy; p. 364)
（正确；容易；364页）
13. dopeOne reason people resist change is that it substitutes ambiguity for uncertainty.
原因之一人抗拒改变，取代模糊不确定性
(Fal; difficult; p. 364)
（错误；困难；364页）
14. Negotiation refers to covert attempts to influence, twisting and distorting facts, or withholding information.
谈判指影响，暗中试图扭转和歪曲事实，或隐瞒信息。hurry up
(Fal; moderate; p. 365)
（错误；适度；365页）
15. Never negotiate with employees as a means of overcoming resistance to change.
永远不会作为克服阻力的手段来更改与雇员谈判
(Fal; moderate; p. 365)
（错误；适度；365页）
16. Cooptation refers to covert attempts to influence.
兼顾是指暗中试图影响。
(Fal; moderate; p. 365)
（错误；适度；365页）
17. Manipulation is the u of direct threats.
操作是使用直接的威胁。
(Fal; moderate; p. 365)
（错误；适度；365页）
18. A major disadvantage of coercion is that it is may be illegal.
胁迫的一个主要缺点是它可能是非法的。
(True; moderate; p. 365)
（正确；适度；365页）
CONTEMPORARY ISSUES IN MANAGING CHANGE
管理变革中的当代问题
19. Cultural change is easier when the organizational culture is strong.
cmwap当组织文化强时文化变革更容易。
(Fal; easy; p. 366)
（错误；容易；366页）
20. A leadership change can facilitate cultural change.
一个领导改变可以促进文化变革
(True; moderate; p. 367)
（正确；适度；367页）
21. The number of employees experiencing job stress in the United States ranges anywhere from 40 to 80 percent.
遇到工作压力的雇员人数在美国范围内任意位置从 40%到 80%。
(True; difficult; p. 368)
（正确；困难；368页）
22. Stress is the physical and psychological tension an individual feels when he or she is facing or experiencing extraordinary demands, constraints, or opportunities for which the outcome is perceived to be both uncertain and important.
压力是身体和心理紧张个人感觉当他或她是面临或遇到特殊需求、 primetime约束或机会，结果被认为是不确定和重要的。
(True; moderate; p. 369)
（正确；困难；369页）
23. In terms of organizational factors, any attempt to lower stress levels has to begin with employee lection.
在组织因素，任何试图降低应力水平已开始与员工的选择。
(True; moderate; p. 370)游戏英语名字
（正确；困难；370页）
STIMULATING INNOVATION
激发创新
24. Having creative people is not enough to get innovative products and work methods.
有创意的人并不能够获得创新的产品和工作方法。
(True; moderate; p. 374)
（正确；适度；374页）
25. The three ts of variables that have been found to stimulate innovation are the organization’s management, culture, and technology.
这三种类型的变量,它已经被发现刺激创新是该组织的管理、文化和技术。
(Fal; moderate; p. 374)
（错误；适度；374页）
26. Studies have shown that when an organization’s structure provided explicit support for creativity from work and nonwork sources, an employee’s creative performance was enhanced.
研究表明，当一个组织结构为创造性工作和 nonwork 来源提供明确的支持，增强员工的创意表现。
